Marketing 101 for Recruiters, Part 2 Know Your Audience

Marketing 101 for Recruiters, Part 2 Know Your AudienceMarketing 101 for Recruiters, Part 2 Know Your AudienceRecruiting and marketing are two distinct parts of an organization, and rarely do workers cross from one field into abedrngnisher, but the departments have some key traits in common. In fact, when it comes to recruiting, there are many benefits you can reap when you put on your marketer hat. In the coming weeks, we will discuss how adopting five tried and tested marketing techniques can lead to lower cost per application, higher quality candidates, and better overall performance of your recruiting campaign.InRule No. 1we covered the use of multiple channels to get your message out to the jobseeker audience. The next rule is knowing your audience and remembering to speak their language.For marketers, understanding audience is essential. It is why, according to CASRO (Council of American Survey Research Organization), spending on marketing research in the United States reached $6.7 billion in 2013. Advertising and messaging must be on target in order to get a proper response. If it looks like you dont know your audience and speak a different language than theyre accustomed to, youll be wasting your time and money.For the professional job marketer this starts with job posting copy. Different people have varying methods for developing copy. From a marketers perspective, heres some advice.Do not rely solely on the hiring manager for the skills and attributes needed for the job description. Marketers like to attract more of the best customers to their product. Solicit feedback from the people you want to attract more of- your current superstar employees. They will be able to provide the right language needed to attract quality candidates. If they use language to describe their role, and you want to attract more people like them, take their guidance and speak their language.Incorporate your brand and company values into your job posting. Paint a picture of wha t its like to work at your company and the cultural fit you expect from a quality candidate. However, dont get carried away.Remember the attributes your audience will be searching for. With a greater portion of candidates finding you through job search engines such as Simply Hired, the right keywords are important. You dont want a candidate who applied to your job because they searched for cool workspace with free lunches. Focus on the right search terms being entered by the quality jobseeker and aligning them to your job posting copy.

How to work alongside an immature colleague

How to work alongside an immature colleagueHow to work alongside an immature colleagueTake Our Daughters and Sons to Work Day was this week, but do you ever feel like youre working alongside young kids every day? Nothing against kids, of course - this personality type just isnt easy to work with as an adult.Here are some tips for dealing with immature colleagues in the office.Make a few things clearDr. Daneen Skube, Ph.D., an executive coach, therapist, trainer, speaker and author of Interpersonal Edge Breakthrough Tools for Talking to Anyone, Anywhere, About Anything, answers a readers question in The Seattle Times about how to work with an immature coworker who has outbursts at work, and why he acts that way.Every parent knows that what works best with children is to warn them about consequences, give them choices that encourage good behavior, and without argument apply consequences when kids act badly, she writes. The same strategy works for immature co-workers. Next time your 2- year-old co-worker wants to have a power struggle, forget about changing his oppositional nature. Instead, give him two choicesHe can continue arguing and not get anything.He can work together with you or others and get what he wants.If your boss is immature, be sure to cover all your basesA Boston.com tonbildschau on childish boss behavior includes information from Lynn Taylor, a workplace expert and author of Terrible Office Tyrant (TOT) How to Manage Childish Boss Behavior and Thrive in Your Job. One particular slide says that you should anticipate the followingBe alert for problems and prepared with sound solutions. By having answers to emerging issues, and not adding to your bosss pressures, you avoid triggering bratty behavior. Your TOT wants to delegate as much as possible - as long as you make the process worry-free. An extra benefit is that youll become more indispensable.Tread carefully during your conversation with themSpeak clearly about how their actions are impacting you.Referring to a 2015 CareerBuilder surveyshowing that 77% of workers surveyed have dealt with immature colleagues, Rosemary Haefner, chief human resources officer at CareerBuilder, told Money Magazine how to have a conversation about this.Try approaching that person one on one. Calmly, without passing judgment, explain how his or her behavior is affecting your ability to work, Haefner told the publication.Your coworkers - or your boss, unfortunately - might act like they are years younger than they actually are, but doing things like addressing them and making sure youre covered work-wisemight just make it a lot easier to work with them on a daily basis.

teleNetwork Call Center- Work-At-Home

teleNetwork Call Center- Work-At-HometeleNetwork Call Center- Work-At-HomeIndustry Call Center Company Description Based in the Austin, TX area, this contact center company has a network of home-based agents, in addition to its Texas-based office employees, who provide customer tafelgeschirr and technical support from 18 U.S. states. Types of Work-at-Home Positions at teleNetwork Customer account specialists and tech support representatives work full- and part-time schedules. Both work via chat and phone. Customer service reps handle billing issues but will need technical knowledge as well. Customer account jobs are full time, while tech is both full and part time. applicants can choose morning (sometime between 5 AM-5 PM CT) or evening (sometime between3 PM-3 AM). Weekend availability is required. Requirements Most of the basic requirements for the two jobs are the same. Applicants must be 18 years or older, have a high school diploma or related work experience, six mon ths of experience in customer service, technical support, computer networking, help desk support, hospitality or similar work or volunteer experience. It is helpful to have advanced knowledge of computer software and hardware, experience (personal or professional) in troubleshooting computer issues, an understanding of TCP/IP protocols and Internet connectivity. Technical requirements are a PC (laptop is OK), 15 monitor, webcam, USB headset and cable, DSL, or fiber ISP of a certain speed (with a direct connection, i.e. no wireless routers). teleNetworks work-at-home program only hires residents of Alabama, Arizona, Colorado, Florida, Georgia, Hawaii, Kansas, Mississippi, Missouri, New Mexico, Nevada, North Carolina, South Carolina, Tennessee, Texas, Utah, Virginia, and Wyoming. If you dont live in one of these states, find work-at-home call center jobs in your state. Salary and Benefits Training is paid at $9 per hour, and positions begin at $10 per hour.Benefits include paid ti me off, health, dental, vision, and life insurance and 401K with match. Company has a wohlbefinden program that includes daily cardio and yoga classes via Google Hangouts, mental health support and more. Application Process To apply, go to teleNetworks website. Find more companies like teleNetwork on these lists Work-at-Home DirectoryMore Work-at-Home Company ProfilesHome Call Center JobsBilingual Work-at-Home JobsBilingual Call Center JobsFrench-Speaking Jobs From HomeHome Call Center Jobs in CanadaWork-at-Home Jobs in CanadaSales Jobs From Home Disclaimer Advertisements for work at home jobs or business opportunities placed on this page in the section labeled Sponsored Links or elsewhere are not necessarily legitimate. These ads are not screened by me but appear on the page due to having similar keywords to the text on the page.